The first step of our process was to determine if any training or assessments were ever considered for the company, and if they were, what did they consist of?  We used four different types of analysis to determine what type of training (if any) was considered.

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Type #1 - Business Plan Analysis

 

With this phase of the assessment we had to look at four different aspects of the company’s business plans:

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  Mission, Vision, Values, and Strategic Objectives.   This information was easily gathered by looking at the Move’m Out Trucking Company’s Website where they listed many of their objectives.  We also conducted interviews with department heads so we could gain insight into the company’s training needs.

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Upon analysis of Move’m Out’s business plans, three relevant objectives stood out:

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• Provide an awesome moving experience for contracted customers

• Ensure that the customer’s items were moved safely and on time

• Make sure that deliveries were scheduled and delivered on time so that trucks were back online and ready for the next appointment

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So, the potential training needs for the company were:

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• Training the drivers how to shift gears and maintain the vehicles

• Teaching field managers what to look for when their drivers were in an observable range

• How to develop safety and maintenance training that Move’m Out could use year round

• Possible team training for the company was also considered

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Type #2 – Job description Analysis

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With this type of analysis we looked at the criteria which made up their job descriptions.  Job purpose,  job requirements, job summaries,  primary responsibilities, secondary responsibilities, as well as tasks and responsibilities, accountabilities, and competencies were all evaluated and considered.

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The information on this section was easily obtained from the HR department at the company and also gave us more insight as to which employees in the company would need the training as well as what type of training was in place years ago that is no longer updated or being currently used.

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As it turns out the separate heads of the departments needed training in:

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• Ensuring the driver and maintenance training was being conducted and reported and that proper records were being maintained.

•  Heads of departments needed to be trained so that they could evaluate the driver training and maintenance quarterly.

• Training was needed in the accounting department to develop reports on vehicle maintenance costs and how to red flag issues to department heads.

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Type #3 ― Appraisal Analysis

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With appraisal analysis we looked at three different attributes of assessing employee training:  objectives, key performance indicators, and competencies. This resulted in specific details and data on employees that could be used for setting up training.  What we were looking for were employees that were not meeting standards, thus resulting in training needs.

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For example, we found that drivers needed training in:

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• Using the clutch properly when shifting down in gears to reduce speed and also reduce wear in brake usage.

• Making maintenance checks on vehicles before and after appointments so that mechanical problems are avoided at all costs.

• Training in using on board GPS properly to make trips as short and safe as possible.

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Type #4 ― Survey Analysis

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Surveys were given to employees to determine the level of training that had already been implemented within the company. Rather than give the surveys to the first level employees,( drivers, maintenance men and their supervisors) we gave surveys to HR personnel to find out exactly what type of training the drivers and their related staff were receiving and what competencies were expected. 

 

Again, this survey was focused on the training managers to find out what type of programs they were implementing within the company.

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Here is a sampling of the questions that were asked on the survey: